How to Spot RevOps Talent Before Your Competitors

Revenue Operations has grown rapidly in the last few years, and skilled professionals are now in high demand. Companies are investing heavily in RevOps because it connects sales, marketing and customer success, and gives leaders the visibility they need to make better decisions. 

The problem is simple. Everyone wants the same people. If you only start looking once a role becomes urgent, you are already behind your competitors. 

Spotting RevOps talent early is the smartest way to build a strong pipeline and secure the right people before anyone else gets to them. Here is how to do it. 

 

Look for People Who Understand the Whole Revenue Journey

RevOps is not just reporting or dashboards. It touches every part of the customer lifecycle.  Strong RevOps candidates often have experience across: 

Lead generation and qualification  

Sales process and forecasting  

Handover to delivery or customer success  

Renewal and upsell activity  

They may not have deep expertise in every area, but they should understand how all the pieces fit together. When you see that broader awareness, you are looking at someone who can add real value. 

 

Prioritise Curiosity and Problem Solving

Great RevOps people are naturally curious. They ask why something is happening, not just what is happening. 

You might spot this in how they talk about past work: 

They explain the problem the business was facing  

They describe the questions they asked  

They focus on the changes they made, not just the tools used  

This mindset is often a better predictor of success than any single system or platform they have worked with. 

 

Look for Commercial Thinking, Not Just Technical Understanding

Many people can build reports or tidy a CRM system. Far fewer can translate data into decisions that support revenue growth. 

Look for candidates who talk about: 

Improving conversion rates  

Strengthening pipeline accuracy  

Reducing handover issues  

Shortening sales cycles  

Supporting better retention  

These are commercial outcomes, and they show that someone understands the purpose of RevOps, not just the mechanics. 

 

Pay Attention to Communication Style

RevOps professionals spend a lot of time talking to people who do not always share the same priorities. Sales teams want speed. Finance wants accuracy. Marketing wants visibility. 

This is why communication matters. The best candidates can explain technical ideas in a simple, reassuring way and can challenge teams without creating unnecessary tension. 

If they can communicate clearly, they are worth shortlisting. 

 

Watch How They Handle Ambiguity

RevOps roles often involve unclear processes, missing data or inconsistent ways of working.  Someone who can: 

Create structure where there is none  

Make recommendations with limited information  

Bring teams together when priorities clash  

is someone who will thrive. Ambiguity is where RevOps adds the most value, so you want people who stay calm and productive when things feel messy. 

 

Build Relationships Before You Need Them

The strongest RevOps people rarely apply for jobs. They are usually working, in demand and selective.  This means you need to be proactive. 

Connect with strong profiles on LinkedIn  

Engage with their content  

Offer insight about the market  

Have conversations even when you are not hiring  

When the right role appears, you will already be on their radar. 

 

Final Thoughts 

Spotting RevOps talent early gives you a huge advantage. The best candidates think commercially, communicate well and understand the full revenue picture. If you focus on these traits and build relationships ahead of time, you will fill roles faster and with far less competition.